Showing posts with label High Performance. Show all posts
Showing posts with label High Performance. Show all posts

November 11, 2018

Stretch Goals That Break The Band

So I learned some important lesson about stretch goals. 

You want to have stretch goals because they make your strive to do and be your best. 

When you have to stretch yourself above your normal then you can take yourself to whole new levels of performance and achievement. 

However, if the stretch goals are ridiculously unachievable than you simply set yourself up for frustration and failure. 

Goals need to be SMART: Specific, Measurable, Achievable, Realistic, and Time-bound. 

But too often they are DUMB goals: Directed by others, Unachievable, Made to fail, and Based on false assumptions. 

For example, if someone tells you to jump off that bridge into the whitewater beneath because they assume that somehow you can spread you bare arms and fly--guess what is going to happen to you?

Goals can help you get to new heights of accomplishment in life or they can pull you down in false condemnation and despair. 

Like in fighting the good fight...be careful when you are sent to the front lines in trench warfare with heavily dug fortifications, machine guns and artillery placements aimed your way and yelled at with no rational strategy to "Advance!"

The only place that is going to take you is to an early grave. 

Instead, fight smart and take the hill when the hill is takable--you save a lot more lives that way and you actually take that hill! ;-)

(Source Photo: Andy Blumenthal)
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November 24, 2016

Appreciating Employees @ Holiday Time

So before the holidays, like Thanksgiving, many nice organizations try to do a little something for their employees and let them go home a little early.

It’s a small something that let’s people know they are appreciated, and on top of it, they get to “beat the traffic.”

I heard from someone that one organization was stopping this long time practice, saying that only the very head(s) of the chain of command, could do this for the people…but they didn’t.

Sort of “penny wise and dollar foolish” to take away that little spot-on giving to one’s staff. 

It’s goodwill, appreciation, and kindness that is especially appropriate before the holidays for hardworking and good people. 

One manager told me how their people especially looked forward to this little gesture, and often came to asking about it with such joy.

So the manager told me that they just said before holiday times, “I’m not looking what time you leave today.”

To me that sounded like genuine leadership, where people are not just treated as “human resources,” but instead “human capital”—something to invest in and not just something to use `willy nilly. ;-)

(Source Photo: Andy Blumenthal)

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July 29, 2016

I Like Working Here

I got some bad news and really good news from a colleague at work this week. 

The bad news was that he was concerned that he hadn't gotten the raise that he wanted from his company for the last number of years.

The good news was that he said that despite that, "I and everyone else on the team really like working here--it is a special group."

It was funny, because recently someone else from a different office stopped me on the elevator when I was getting off on my floor, and she points and says "everyone says that is one of the best groups to work in!"

I can't tell you how happy I was to hear this feedback.

And while I certainly know that "you can't satisfy all of the people all of the time," it was especially meaningful to me to hear this on such a fast-paced and high performance team--where people routinely seem to not only pull their weight (and more), but also pull together. 

As to the raises from this gentleman's company that is a separate matter, especially as I understand that we all have bills to pay, but in terms of a good work environment and inspiring team that is something that also means the world to me. ;-)

(Source Photo Andy Blumenthal)
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May 26, 2014

You Can Be Nice and Powerful

According to the Wall Street Journal, workers "value kindness in their boss" and compassion--this is natural, as we are all human with tests, frailties, and yes, everyone even makes some mistakes (and hopefully they learn from it). 

So while there may seem to be a contradiction between being nice and being an effective leader, there really is not. 


For example, we can have empathy for people, while still holding them accountable to do a good job through programs like flexible schedules, telework, and other workplace accommodations.


Power in the organization can be wielded by a boss in so many ways, and they don't even have to eat their spinach to do it. 


From what assignments you get, whether you have to work odd hours, to whether you get a good evaluation or even that promotion, for that matter. 


Many may be too quick to put on the punching gloves, however. 


Sometimes, the boss will laud publicly over some employees, while degrading or shunning others...that sends a message doesn't it.


Worse is boss that yells, tells someone their ideas are stupid, or glares at someone like they are a moron...that takes someone straight to employment hell. 


The email chain is the classic message!


So while power can be wielded, it can also be shielded by appreciating each person for what they can do and their contribution, if sincere and merited.

While employees value a nice boss, this doesn't mean that we don't want to be challenged, we do--challenge adds some meaning to our jobs and our day--that's why 75% would rather work for a high-achieving, but demanding boss than a nice, but ineffective one. 


But combine nice and high-achieving into a boss, and I think we will all want to work for such a leader and follow them wherever they go! ;-)


(Source Photo: Andy Blumenthal)

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November 7, 2010

Match Me With You

eHarmony and Match.com and other matchmaking sites are all the rage on the single scene with recommended partners for people being done by computer algorithm.

Now this concept of matching of people is going beyond people’s love lives and into the world of business.

CIO Magazine (1 Nov. 2010) reports in an article called “Call Center Matchmaking: Analytics pair customers with the right agents for better service” that companies are using similar technology to match customers and call centers reps in order to get higher satisfaction ratings and increased retention rates—and it’s working!

Since implementing the IBM system called Real-Time Analytics Matching Platform (RAMP), for example, Assurant has increased customer retention rates by 190 percent.

Other companies have been doing customer matching on a more elementary level for some time—for example, financial service firms route calls from high-net worth or high-balance customers to “premier agents.” Similarly, calls made at certain time are “routed to Boise instead of Bangalore.”

With computer systems like RAMP, there is a recognition that customers can do better by being matched with specific customer service representatives and that we can use business analytics to examine a host of data variables from sex and age to persistence in calling to match a customer to “the right” representative to handle their issues.

Based on success rates, computers have been shown to perform sophisticated business and data analysis, and to successfully match people for more successful business (and life) transactions.

If we can successfully pair people for love and for customer service, it makes me wonder what’s next (maybe happening already)? For example, will we pair people to “the right”:

  • Potential adoptee parents?
  • Neighborhoods?
  • Schools?
  • Jobs?
  • Bosses?
  • Coworkers?

In essence, as the “bar is raised” in a highly global and competitive environment, will we be pushed to seek to maximize our potential for success interaction with others—for developing high-performance and highly profitable interactions—by pairing exclusively with those that “screen” positive for us?

With genetic testing already being used to screen for babies that people want—like an order at Burger King—“hold the pickle, hold the lettuce, special orders don’t upset us…”—we are already well on our way to “special ordering” the people in our lives.

Companies have also started to use intelligence and personality tests to weed out applicants, and the use of personality tests like Myers Briggs is already being employed for better understanding each other and working together.

However crude all this may be, it is essentially a high-tech way of trying to optimize our performance. The question is can we use technology to enhance personal interactions and elevate performance without subjecting people to undue bias, criticism, and violation of their privacy? This is a very slippery slope indeed.

Another potential problem with computer matching is that when we rely on computers to “tell us” when we have a good match, we are potentially missing potential opportunities for matches with others that cannot be easily quantified or summed up by a computer algorithm? As they say, for some “two birds of a feather flock together” and for others “opposite attract”—we shouldn’t limit ourselves to any creative, positive possibilities in relationships.


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